BSBLDR502 Lead and manage effective workplace relationships

Learner Instructions 3
(Dispute resolution guidance session)

Submission details

Students Name Charmaine Cresencio

Student ID TWICC8749

Group

Assessor’s Name Shirin Vora

Assessment Date/s Oct.15, 2020

Procedure

1. Read the scenario and role-play information in Appendix 1.

2. Review and familiarise yourself with the JKL Industries simulated business
documentation, including strategic plans and operational plans. Note what the
organisation does, how it does it, what its goals and objectives are, and who its
stakeholders and customers are.
3. Plan to lead a role-played guidance session for a peer manager in response to
the scenario.
4. Complete the first activity in the action plan template provided in Appendix 2.
In your Plan describe how you will:
a. Build trust with your colleague through assuming a calm, professional and
emotionally receptive attitude and demeanour.Consider your
communication style and how this will help you in your presentation at at
the meeting.
b. Adjust your personal communication style appropriately to meet the
needs (both emotional and technical) of your colleague.
c. Discuss relevant grievance policies and procedures for resolving conflict
in accordance with organisational and legislative requirements.
d. Discuss strategies for identifying root causes of conflict and for resolving
the conflict.
e. Collaborate with your colleague to develop an action plan (completing the
one from Appendix 2 you have already begun to implement by leading
this session), including at least three actions your colleague to take to
resolve the issue with their employee.

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ROLE PLAY :HR BUSINESS PARTNER

You are an HR Business Partner working in the JKL Industries Brisbane branch. You
report directly to the HR Manager in the Sydney Head Office. As an employee of the
Brisbane branch, you also report to the Brisbane Branch Manager. You work to
provide information to employees, team leaders and managers at the branch,
facilitate service delivery through HR centres of excellence, such as compliance and
training and development, and partner with managers to assist them in strategising,
workforce planning and development, and in meeting the needs of their customers,
employees and the business as a whole.

A peer manager (from Rentals) has made an appointment to come to you about an
employee grievance.

Employee grievance
A rental employee of the Brisbane branch is concerned about plans to restructure
the business. The employee is extremely angry and feels that they:
● will definitely lose their job as a result of the restructure

● will not be given the opportunity to retrain.

They would like to formally complain that their manager has not provided rental
employees with opportunities to retrain.
In addition, the employee feels they must be underpaid because they know people
in the same job in the same industry who are making much more. They don’t
understand the basis of their pay or conditions.
Finally, the employee is currently organising other rental and sales employees for a
possible strike. They intend to pressure their union into supporting and publicising
the strike.

You know that the Rentals Manager is very concerned about the impact of the
grievance on team cohesion and, potentially, the goals and objectives of the
organisation. You also suspect that the manager will be hurt or angry themselves, as
they have indicated their sincere desire to improve employee relations within their
team through better communication and relationship-building.
The trouble is that while the manager may have the best intentions, they are relatively
inexperienced and may not be approaching the conflict with the most productive
mindset. And they may not have all the conflict resolution tools, tactics and strategies
that you are equipped with as a more experienced HR specialist.

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 BSBLDR502 Lead and manage effective workplace relationships

HR BUSINESS PARTNER WORKING

EMPLOYEE

SCRIPT OF ROLE PLAY

HR : Morning John,How are you ?

EMPLOYEE : Hello marie
HR : We are concerned about plans to restructure the business and in your case you
are extremely angry and feels that happen now in the company

EMPLOYEE : Me and my coworker we are afraid to will definitely lose our job as a
result of the restructure and will not be given to us the opportunity to retrain plans to
restructure the business.

HR: In this case communicating information to support others to achieve work

responsibilities and plans to restructure the business.
EMPLOYEE : We don’t understand what happened? What about us?
HR: Facilitating employees' contributions to consultation on work issues and for us is
really important.
EMPLOYEE:Providing feedback on the outcomes of consultations is really important
for us in this stage.

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HR: Resolution of issues raised or referral to relevant personnel professional conduct

that promotes trust with internal and external in this change.We have to adjusting
own interpersonal communication style to meet the organisation’s cultural diversity
and ethical environment.
EMPLOYEE: Is important to identifying and resolving conflicts and other difficulties
according to organisational policies and procedures during this internal process

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Appendix 2: Action plan template

Action/activity Timeframe Person/s Description of strategy/ Resources, if required

responsible tactic/rationale for
action

HR meeting with manager 6 months HR Business Partner Adopt an appropriate HR Manager

(rental) (you) leadership/communication
style

Understand the facts as 1 year HR Business Partner Be reflective, regulate your HR manager
they see them and (you) emotions, and refrain from
understand their feelings reacting

Explanation of the 1 year HR Business Partner It is benefit to the Hr manager

grievance policy (you) organisation, and the
relevance of at least one
piece of legislation

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